本文選題：高職 + 教師�。� 參考：《青島大學(xué)》2017年碩士論文

【摘要】：我國經(jīng)濟(jì)社會的發(fā)展對中、高水平技能型人才的需求日益旺盛,然而全國各地技能型人才極為短缺,引發(fā)了全社會的高度重視。高職院校承擔(dān)著我國中、高水平技能型人才培養(yǎng)的重要職責(zé),對于教師的教學(xué)水平和綜合素質(zhì)提出了更高、更全面的要求。我國高職院校意識到人力資源管理的必要性,進(jìn)行了人事管理改革,引入了教師績效管理,并取得了一定的成效,同時也存在著一些問題。本文結(jié)合國內(nèi)、外關(guān)于高職院校教師績效管理的研究,對Y高職學(xué)院教師績效管理的現(xiàn)狀進(jìn)行了實(shí)證研究,在問卷調(diào)查和訪談的基礎(chǔ)上提出Y高職學(xué)院教師績效管理中存在的問題并剖析其原因。通過對Y高職院�？冃Ч芾眢w系的構(gòu)建,得出了如下結(jié)論:Y高職學(xué)院制定教師績效計(jì)劃時缺少教師參與,績效計(jì)劃的內(nèi)容不夠民主、全面;教師績效管理在很大程度上等同于績效考核,且績效考核的方式和方法不合理;教師績效考核指標(biāo)體系不合理,對于不同專業(yè)的教師考核指標(biāo)單一;教師績效考核結(jié)果反饋不佳;教師績效結(jié)果應(yīng)用不合理,激勵效果不明顯。根據(jù)Y高職學(xué)院的實(shí)際情況,從教師績效計(jì)劃、績效實(shí)施、績效反饋和績效結(jié)果應(yīng)用的全過程對教師績效管理體系進(jìn)行了優(yōu)化設(shè)計(jì),以實(shí)現(xiàn)科學(xué)的教師績效管理,促進(jìn)教師全面發(fā)展和學(xué)校的可持續(xù)發(fā)展。在今后的教師績效管理工作實(shí)施中,Y高職學(xué)院領(lǐng)導(dǎo)要加強(qiáng)對教師績效管理的重視程度,提高管理人員提高績效管理技能,更多的關(guān)注教師績效管理工作,加強(qiáng)與一線教師的溝通和相處,在績效管理工作遇到瓶頸的時候沉著、冷靜的解決問題;引入監(jiān)督機(jī)制對Y高職學(xué)院教師績效管理進(jìn)行有效的監(jiān)督控制;教師績效管理的每個環(huán)節(jié)都應(yīng)盡量與教師進(jìn)行雙向的溝通;Y高職學(xué)院教師績效考核不應(yīng)集中于學(xué)期末,而要注重平時的績效考核的實(shí)施過程;建立教師績效考核結(jié)果的申訴渠道。
[Abstract]:With the development of our country's economy and society, the demand for high level skilled talents is becoming more and more vigorous. However, the skill type talents are very short in all parts of the country, which has aroused the high attention of the whole society. Higher vocational colleges take the important duty of training high level skilled talents in our country, and put forward higher and more comprehensive quality for teachers' teaching and comprehensive quality. The higher vocational colleges in China are aware of the necessity of human resource management, carry out the reform of personnel management, introduce the performance management of teachers, and have made some achievements. At the same time, there are also some problems. This paper combines the domestic and foreign research on the performance management of teachers in higher vocational colleges, and presents the performance management of Y higher vocational college teachers. On the basis of questionnaire survey and interview, this paper puts forward the problems in the performance management of Y higher vocational college teachers and analyzes its reasons. Through the construction of the performance management system of Y higher vocational colleges, the following conclusions are drawn: Y Higher Vocational College lacks teachers' participation and the content of performance plan is not democratic when making teacher performance plan. To a great extent, teachers' performance management is equivalent to performance assessment, and the methods and methods of performance assessment are unreasonable; teachers' performance evaluation index system is unreasonable, the evaluation index of teachers in different specialties is single, the result of teacher performance evaluation is not good, the results of teacher performance evaluation is not reasonable and the incentive effect is not obvious. According to Y high The actual situation of the vocational college is to optimize the teacher performance management system from the whole process of teacher performance plan, performance implementation, performance feedback and performance results application, in order to realize the scientific teacher performance management, promote the overall development of teachers and the sustainable development of the school. In the implementation of future teacher performance management, Y higher vocational school The hospital leaders should pay more attention to teachers' performance management, improve management skills to improve performance management, pay more attention to teachers' performance management, strengthen communication with teachers and get along with the bottleneck of performance management, solve questions calmly, and introduce the supervision mechanism to the performance management of Y higher vocational college teachers. The teachers' performance management should communicate with teachers as far as possible. The performance assessment of teachers in Y higher vocational college should not be concentrated at the end of the term, but should pay attention to the implementation process of the ordinary performance assessment, and to establish the appeal channel for the results of teachers' performance assessment.
【學(xué)位授予單位】：青島大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G717.2

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